Seafarer Workshop - Tuticorin, India

As part of its work on delivering on seafarers’ rights, IHRB, along with Mission to Seafarers, hosted a workshop, on 24th September 2024 in Tuticorin, India.

The workshop brought together 19 Indian crew members to discuss issues that significantly impact their professional and personal lives.

The discussions were structured across four themes: recruitment costs, job scams, shore leave, and other pressing concerns. This report provides an overview of the issues discussed throughout the day.

This meeting report provides recommendations and then details each session. 

• The participants recommended implementing strict regulations to prevent recruitment fees and ensure that seafarers are not made to pay for costs such as visas, transport, or training, which should be the employer's responsibility. A regulatory framework should be established to monitor recruitment agencies and sub-agents, mandating proper documentation and financial transparency to prevent scams.
  
• Salary structures need to be reviewed to ensure fair pay and regular increments that reflect inflation and cost of living changes. Working hours and overtime compensation should be standardised and aligned with international maritime standards.
  
• Shore leave should be guaranteed through clear policies, and captains should not have the power to deny this right arbitrarily. Social security measures, including timely salary payments, insurance coverage, and post-retirement benefits, should be comprehensive, and families of seafarers should be adequately supported.
  
• To empower seafarers, awareness and education initiatives are vital. School students and aspiring seafarers should be educated about the maritime industry, their rights, and the recruitment process. Enhanced communication skills, particularly in English, are crucial for navigating contracts and advocating for their rights.
  
• Mental health resources must be provided to seafarers to address the challenges of long working hours, isolation, and stress. Fair rest periods and a supportive work environment are necessary for their well-being.
  
• Lastly, insurance policies and compensation practices must be fair and equitable across all ranks, ensuring no discrimination between crew and officers. The variation in current insurance coverage requires urgent attention to provide equal support to all seafarers.

Recruitment fees have been a significant concern for Indian seafarers, placing an unfair financial burden on those seeking employment. Participants shared that many seafarers still pay substantial amounts for job placements, covering expenses like travel, visas, and other supposed services. These costs are illegal under the Maritime Labour Convention, and place a heavy financial strain on seafarers, who are often promised reimbursements that are delayed, partial, or simply ignored. Reimbursement practices often only cover travel between major cities, disregarding the full journey from a seafarer's hometown to the port of embarkation.

Participants noted that around 95% of new entrants pay agents to secure jobs. Distinctions between "good" and "bad" agencies hinge on payment terms—agencies offering time for payments are deemed good, while those demanding immediate payment are seen as predatory.

Asked via Slido during the workshop, over half of the participants said they had been asked to pay a fee for a job. This reflects findings from IHRB’s recently published research briefing on the topic. The research briefing [link] also found illegal charging of fees is a particular problem in india.

Over half the seafarers present had been asked to pay over $500 with some being asked to pay up to $5,000 and more. These are huge sums of money and also reflect findings from the briefing. 

IHRB, along with the Rafto Foundation, the Norwegian Foreign Ministry, SSI, and Mission to Seafarers, hosted its fourth Singapore roundtable on seafarers’ rights on the 8th October 2024. Two of the seafarers who took part in this workshop flew to Singapore to discuss their experience with illegal recruitment fees to industry stakeholders. See meeting report. [link]

Recruitment agencies play a significant role in seafarer placements, but many operate unregulated, leading to exploitation. These agencies often have ties with maritime colleges and academies, promoting favouritism and bribes. 

A striking example involved a seafarer from Kerala who paid INR 400,000 to a sub-agent in Tuticorin for a job that never materialised. Such sub-agents, who operate across states, are not held accountable, leaving seafarers without legal recourse.

A representative from the Mission to Seafarers highlighted a similar incident: an individual paid over a lakh rupees for a job and travelled from Kerala to Tuticorin to board a ship. However, upon arrival, the agents stopped answering calls, and it was later discovered that the agency was a scam. Such incidents are distressingly common.

Unions, expected to safeguard seafarers' rights, were also criticised. Some participants alleged that unions take bribes to secure jobs for a few, while others are ignored, and some unions were accused of colluding with companies to reduce salaries.

Mumbai was singled out as the epicentre of these corrupt practices, with several unions and agencies contributing to these unethical operations.

A critical right for seafarers, shore leave provides necessary rest and respite while docked at port. However, captains often deny shore leave or cancel it at the last minute, forcing seafarers to extend their service beyond agreed contracts. Participants shared stories of being denied sign-offs and replacements for crucial positions arriving late, compelling them to work beyond their contracts.

Often Level 2 or 3 status of docking country adds to these challenges, making shore leave permissions stringent and leaving crew members confined to their vessels throughout their contracts. The restrictions on shore leave severely impact mental health, with seafarers describing their work environment as a "floating prison," plagued by stress, anxiety, and exhaustion. Mental health support is minimal, and discussions around well-being are largely absent in the industry.

Contract length discrepancies were also flagged as problematic, with captains often on three-month contracts while crew members serve nine months or more. This imbalance adds to the fatigue and lack of rotation faced by the crew.

Over the past two decades, wages for crew members have largely stagnated, with allowances reduced to offset any minimal increases. Overtime is often not fairly compensated, with crew members sometimes working over 109 hours beyond their standard schedule without clear calculations for overtime pay.

The gap between insurance policies for officers and crew members was another pressing issue. While officers are well-covered, crew members face inadequate insurance and limited family benefits. Calls were made for comprehensive insurance policies, social security measures, and consistent payment schedules to ensure financial stability.

Death benefits were noted to be significantly different between officers and crew members, raising concerns about equity.

Participants emphasised the need for better awareness and career guidance for those considering a maritime career. Many seafarers enter the industry without sufficient information on recruitment scams and unfair practices, making them vulnerable to exploitation. Improved English skills were suggested to help seafarers navigate contractual terms and advocate effectively for their rights.

It was also suggested that families of seafarers be educated about their entitlements and support systems, ensuring they have access to healthcare, financial support, and avenues to address grievances while their loved ones are at sea.

The disparity in salary structures between crew members and officers was also highlighted. While officers often receive raises of 100-200%, crew members might only get a minimal 3-10% increase. This lack of transparency and fairness creates financial vulnerability for crew members.

Additionally, the discontinuation of Employees Provident Fund (EPF) benefits and the difficulties in accessing gratuity payments were pressing concerns. Seafarers joining vessels during ownership transitions often struggle to have their contractual terms honoured, with gratuity locked and rightful benefits denied after long periods of service.

The workshop discussions significantly underscored the need for stronger protections for seafarers. IHRB has been actively championing comprehensive seafarer protection, and full respect for seafarers' rights. In partnership with the Sustainable Shipping Initiative (SSI) and in collaboration with Rafto, IHRB has developed a Delivering on seafarers' rights code of conduct for charterers. This includes a self-assessment questionnaire for shipowners and operators, which can be accessed as a pdf or on RightShip's platform. IHRB will be advocating widely for full implementation of the "Employer Pays Principle" for seafarers with help from industry leaders. IHRB is also looking to work with seafarers in 2025 to help raise awareness of their rights before they begin their careers at sea.